The Structure And Antecedents Of Employee’s Counterproductive Work Behavior: A Native Perspective

Given the empirical research deficiency in the field of counterproductive workbehavior(CWB) in domestic academic circles, this study makes an exploration on thestructure, antecedents and mechanisms of CWB among Chinese employees in nativeperspective. The study consist of four parts, the purpose of the first part is to identify thestructure of CWB among Chinese employees. The second part addresses the issue of therelationship between organizational justice, work attitudes and CWB. The goal of thethird part in the study is to probe the relationship between justice sensitivity and CWB.The forth part makes an exploration on the structure of work values and its relations toCWB.The four parts of this study include nine samples with a total number of6222subjects. All participants are employees of enterprises and public service units located indifferent provinces(e.g. Fujian, Hubei, Jiangxi etc.) and vertical-administrated cities(e.g.Peking, Shanghai etc.), the data of study variables is obtained by questionnaires. The firstpart of study comprises three samples and the total number of subject is1701. Thesample of the second part of the study is only one but in a relative bigger size with a totalsubject number of1366. The third part of the study include two samples and1417subjects in total. The forth part of the study consists of three samples with1768subjects.The statistical methods exploited in this study include smallest space analysis, structureequation modeling, hierachical regression analysis, mediating analysis and moderatinganalysis. The results are showed below:(1) The CWB among Chinese employees can be classified into four different typesrespectively named as interpersonal CWB, properties-and-information-oriented CWB,task-oriented CWB and unspecifically-orientated CWB. The task-oriented CWB is mostfrequent in workplace among four types of CWB. (2) Organizational justice predicts CWB significantly and negatively, work attitudesshow a chain mediating effect on the relationship between organizational justice andCWB. Supervisor justice impacts CWB by both direct and indirect way, the total effectsize is significantly stronger compared with that of distributive justice and procedurejustice on CWB. However, the impact of informational justice on CWB is determined byother three justice dimensions controlled.(3) Justice sensitivity correlates to employee’s CWB significantly. Self-protectivesensitivity negatively and significantly predicts CWB, however, it shows an oppositerelation with regard to the predicting power of victim sensitivity on CWB. When itcomes to the observer sensitivity, no any significant prediction is found for CWB.Hierachical analyses reveal that the relations of justice sensitivity to CWB are moderatedby gender and job tenure..(4)There exists difference for the impacts of work values on four types of CWB inthat work related and developmental values negatively and significantly predicts bothtask-oriented CWB and unspecifically-oriented CWB, a similar relationship is also foundbetween platform-and-environment related work values and CWB. However, anopposite relationship is discovered for the relation of prestige and social status to CWB.At the end of this article the enlightenment and practical values of the study resultsfor the management of organization are illustrated, the limitations and the implicationsfor future research are also discussed.